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<p class=MsoNormal><tt><b><font size=2 color=maroon face=Arial><span
style='font-size:10.0pt;font-family:Arial;color:maroon;font-weight:bold'>EQUINET
Discussion Paper 65: Retention incentives for health workers in Zimbabwe,</span></font></b></tt><o:p></o:p></p>
<p><tt><b><font size=2 color="#660000" face=Arial><span style='font-size:10.0pt;
font-family:Arial;color:#660000;font-weight:bold'>MJ Chimbari, D Madhina, F
Nyamangara, H Mtandwa, and V Damba; <st1:place w:st="on"><st1:PlaceName w:st="on">National</st1:PlaceName>
<st1:PlaceType w:st="on">University</st1:PlaceType></st1:place> of Science and
Technology</span></font></b></tt><o:p></o:p></p>
<p class=MsoNormal><tt><b><font size=2 color="#660000" face=Arial><span
style='font-size:10.0pt;font-family:Arial;color:#660000;font-weight:bold'>Cite
as:</span></font></b></tt><tt><font size=2 face="Courier New"><span
style='font-size:10.0pt'> </span></font></tt><tt><font size=2 face=Arial><span
style='font-size:10.0pt;font-family:Arial'>C</span></font></tt><font size=2
face=Arial><span style='font-size:10.0pt;font-family:Arial'>himbari MJ, Madhina
D, Nyamangara F, Mtandwa H, Damba V and National University of Science and
Technology (2008) 'Retention incentives for health workers in Zimbabwe,'
EQUINET Discussion Paper Series 65. EQUINET in co-operation with the East,
Central and Southern African Health Community (ECSA-HC), the <st1:PlaceType
w:st="on">University</st1:PlaceType> of <st1:PlaceName w:st="on">Namibia</st1:PlaceName>,
<st1:PlaceType w:st="on">University</st1:PlaceType> of <st1:PlaceName w:st="on"><span
class=SpellE>Limpopo</span></st1:PlaceName>: <st1:City w:st="on"><st1:place
w:st="on">Harare</st1:place></st1:City>.</span></font><b><font size=2
color="#660000" face=Arial><span style='font-size:10.0pt;font-family:Arial;
color:#660000;font-weight:bold'><br>
<br>
<tt><font face=Arial><span style='font-family:Arial'>Available online at:</span></font></tt></span></font></b><tt><font
size=2 face=Arial><span style='font-size:10.0pt;font-family:Arial'> </span></font></tt><tt><u><font
size=2 color="#000099" face=Arial><span style='font-size:10.0pt;font-family:
Arial;color:#000099'><a
href="http://www.equinetafrica.org/bibl/docs/DIS65HRchimbari.pdf"
moz-do-not-send=true>http://www.equinetafrica.org/bibl/docs/DIS65HRchimbari.pdf</a></span></font></u></tt><tt><font
size=2 face="Courier New"><span style='font-size:10.0pt'> </span></font></tt><font
size=2 face="Courier New"><span style='font-size:10.0pt;font-family:"Courier New"'><br>
<br>
</span></font><font size=2 face=Arial><span style='font-size:10.0pt;font-family:
Arial'>This paper investigates the impact of the framework and strategies to
retain critical health professionals (CHPs) that the Zimbabwean government has
put in place, particularly regarding non-financial incentives, in the face of
continuing high out-migration. The study investigated and reports on the causes
of migration of health professionals; the strategies used to retain health
professionals, how they are being implemented, monitored and evaluated and
their impact, in order to make recommendations to enhance the monitoring,
evaluation and management of non-financial incentives for health worker
retention. The field survey results showed that <st1:country-region w:st="on"><st1:place
w:st="on">Zimbabwe</st1:place></st1:country-region> is losing experienced
CHPs, but that even newly qualified staff aspire to migrate to gain experience.
The major factor driving out-migration is the economic hardship that CHPs face
due to deterioration in the country’s economy. Other factors identified
include poor remuneration, unattractive financial incentives and poor working
conditions. The Zimbabwe Health Service Board (ZHSB) has implemented a
retention package but constraints in its adequacy and coverage appear to have
limited its impact, while</span></font><font size=2 color=navy face=Arial><span
style='font-size:10.0pt;font-family:Arial;color:navy'> </span></font><font
size=2 face=Arial><span style='font-size:10.0pt;font-family:Arial'>the ZHSB
itself has limited autonomy to decide on health worker incentives.</span></font><font
size=2 color=maroon face=Arial><span style='font-size:10.0pt;font-family:Arial;
color:maroon'><br>
<br>
<tt><font face=Arial><span style='font-family:Arial'>September 2008</span></font></tt><br>
<br style='mso-special-character:line-break'>
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<![endif]></span></font><o:p></o:p></p>
<p style='margin:0cm;margin-bottom:.0001pt'><tt><font size=2 color=purple
face=Arial><span style='font-size:10.0pt;font-family:Arial;color:purple'><u1:p></u1:p><u1:p></u1:p>/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\</span></font></tt><o:p></o:p></p>
<p class=MsoNormal><tt><font size=2 color=black face=Arial><span
style='font-size:10.0pt;font-family:Arial;color:windowtext'>This email alerts
to a new publication from the Regional Network for Equity in Health in East and
Southern Africa (EQUINET).</span></font></tt><font size=2 color=black
face=Arial><span style='font-size:10.0pt;font-family:Arial;color:windowtext'><br>
<tt><font face=Arial><span style='font-family:Arial'>The findings and
interpretations in the reports are those of the authors and not necessarily of<span
class=GramE> the</span> EQUINET steering committee or its co-operating
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